Category: Total Rewards

It is so over the time when employees only care about salaries. In the era of the knowledge economy, workers are constantly striving for more than just a paycheck. 69% of employees admit that they are more willing to work hard if they feel appreciated, and employee rewards and recognition are what best reflects the appreciation of employers toward their staff. The success of a company now depends on its ability to attract, motivate and retain the best talent. And the key to achieving this goal lies in effective reward management. 

So, What Is Reward Management? 

Reward management is the process of designing, administering, and monitoring employee compensation programs that align with an organization’s strategic goals. The goal of reward management is to attract, motivate and retain employees by offering a compensation package that meets their needs and contributes to the overall success of the organization.  

A well-designed reward management program often includes both financial and non-financial rewards. Financial rewards are often “visible benefits,” such as bonuses, salary increases, stock options, commissions, etc. On the other hand, non-financial ones, also known as “benefits in kind,” are flexible benefits like company transportation, private healthcare, gym membership, gift cards, etc. 

Types of Employee Rewards & Benefits 

Since the importance of employee rewards and benefits cannot and should not be neglected in any organization, employers have to be creative and flexible in how to reward their employees. Here are some typical types of rewards and benefits businesses can take into account when crafting their own reward management programs: 

Bonuses 

This is the most common means to reward high-performing staff. Bonuses are one-time payments that are awarded based on an employee’s performance or achievements. They can be given in addition to an employee’s regular salary or wages, or they can be given as a stand-alone reward. In some organizations, bonuses can be given to good performers or teams monthly or quarterly based on the KPIs commitment. 

Commission 

Commission-based rewards are typically given to sales staff or other employees whose job performance is directly tied to the organization’s revenue. Under this type of reward program, employees receive a percentage of the sales they generate, making it a motivational tool for achieving high levels of sales. 

Salary Increases 

Salary increases are periodic raises that are given to employees as a reward for their continued good performance. They can be awarded on an annual or semi-annual basis, and they typically reflect the amount of inflation that has occurred over the previous year. 

Stock Options 

Stock options are a type of equity-based compensation that gives employees the right to purchase shares of the company’s stock at predetermined prices. They are often used as a long-term incentive for key employees, as they can provide a significant financial return if the company’s stock price increases. 

Employee Recognition  

These programs are designed to acknowledge and reward employees for their individual achievements or contributions to the organization. These programs can take a number of different forms, such as awards, plaques, or gift certificates. 

Employee Referral  

Employee referral programs provide financial incentives for employees who refer new hires to the organization. These programs can help organizations save on recruiting costs while also motivating employees to identify high-quality candidates. 

Tuition Reimbursement  

These programs are quite uncommon. Tuition reimbursement programs provide financial assistance to employees who wish to pursue higher education. These programs can help employees advance their careers while also benefiting the organization by increasing the skills and knowledge of its workforce. This type of benefit is usually given to potential talent that the company craves to nurture to become future leaders or managers. 

Employee Discount 

Employee discount programs offer employees discounts on products or services from the organization. These programs can help improve employee satisfaction while also generating goodwill and loyalty among employees, and they also contribute to promoting brand values to other customers through the company’s employees.  

Wellness Programs 

These are designed to promote healthy lifestyles among employees. These programs can include a variety of different components, such as fitness classes, health screenings, and nutrition counseling. 

Child Care Assistance Programs 

Child care assistance programs provide financial assistance to employees who need to purchase child care services. These programs can help employees save money while also increasing their ability to work. 

What Is an Effective Employee Reward Management Program Capable of? 

Whether you agree or not, the rewards and recognition play a significant role in the human resource management process of any organization, regardless of its size. So, what can you actually reap from implementing good reward management in your organization? Here is the answer: 

Attract Top Talent & Build Good Reputation 

It is no secret that the war for talent is getting more intense than ever. As a result, employers have to give their all to draw the attention of top talent and convince potential candidates to join their companies. By offering a competitive compensation and benefits package, you can build a better reputation (employer’s branding) to make your company stand out from a myriad of competitors out there and lure the best and the brightest ones to work for you.  

Motivate & Retain Employees 

While salary is often the primary motivator for employees, it is not the only thing that drives employee motivation. This is where good reward management comes in and helps. By keeping a close watch on what motivates your employees and providing them with adequate rewards, you can stimulate your staff to work harder to maintain high productivity, reach the targets, and earn what they deserve. Moreover, employees also want to feel valued and appreciated for their contributions, and by showing them that through rewards and recognition, the employee turnover rates can drop by 31%.   

Boost Employee Engagement 

A Gallup study in 2016 indicates that engaged employees are 17% more productive than disengaged ones. That explains why organizations of all sizes are now turning their attention to employee engagement and trying to find ways to boost it. And implementing an effective reward management system is one of the most effective methods to achieve that. By recognizing employees and rewarding them for their good performance, you can offer your employees nice experiences when working for your company and encourage them to stay engaged and perform at their best.  

Promote Company Values & Culture  

Last but not least, good reward management can help promote company values and culture. By awarding employees who demonstrate the desired behavior, you can reinforce the desired behaviors and give your employees a better understanding of what is expected of them. As a result, they are more likely to abide by the company’s rules and regulations and help to create a positive working environment. 

It can be tough to keep your employees motivated and engaged in their work. A good way to make it happen is by providing employee rewards and recognition. However, many employers may not be sure how to go about implementing a rewards and recognition system in their workplaces effectively. In this guide, we’ll cover everything you need to know.  

What Are Employee Rewards & Recognition?  

Simply put, employee rewards and recognition are programs designed to incentivize employees and recognize them for their efforts in contributing to the success of an organization. Rewards can be in the form of monetary bonuses, paid time off, additional benefits, or other perks that show appreciation for a job well done. Recognition, on the other hand, can be something as simple as a verbal thank you or a written note of appreciation.  

Usually, rewards and recognition go together as part of a larger strategy to engage and motivate employees. By showing your staff that their hard work is noticed and appreciated, they’ll be more likely to feel satisfied with their jobs and motivated to continue performing at a high level. In some situations, the rewards and recognition will be considered as a part of the flexible benefits plan, which will be more attractive for new talent to join a company. A study indicates that 88% of employees acknowledge employers should reward their staff for great work.  

Types of Rewards & Recognition for Employees  

There are many different types of rewards and recognition that can be used to show appreciation for employees. Some common examples include:  

• Monetary Bonuses: A monetary bonus is a direct way to show an employee that their hard work has paid off. This type of reward can be given out periodically or as a one-time bonus and can be given in addition to an employee’s regular salary.  
• Paid Time Off: Another way to show appreciation is by giving employees paid time off. This can be in the form of extra vacation days, personal days, or even half-days. This type of reward allows employees to enjoy some well-deserved time away from work and can be a great way to show that you value their work-life balance.  
• Additional Benefits: Another popular type of employee reward is providing additional benefits, such as health insurance, gym memberships, or transportation allowances. This type of rewards is a great way to show that you are invested in your employees’ well-being and want to help them lead a healthy and productive life.  

• Other Perks: There are endless possibilities when it comes to other types of rewards and perks that can be given to employees. Some popular examples include gift cards, movie tickets, dinners out, or even tickets to a sporting event. These types of rewards are a great way to show your appreciation in a more personal way.  

Why Are Employee Rewards & Recognition Worth Your Attention?  

There are several benefits that come along when implementing employee rewards and recognition programs in the workplace. Here is what you can gain if you implement employee rewards and recognition properly:  

Improve Employee Engagement & Job Satisfaction  

When employees feel appreciated for their work, they’re more likely to be engaged in their jobs and satisfied with their overall career. This leads to a number of tangible benefits for businesses, including increased productivity, higher quality work, higher employee engagement, and lower turnover.  

Enhance Company Culture  

Awards and recognition can also help to build positive company culture by reinforcing the values that are important to your organization. For example, if you give out an award for “Excellence in Customer Service,” you’re not only showing your appreciation for great customer service, but you’re also reinforcing the importance of that value to your company.  

Greater Motivation & Productivity  

44% of employees switch jobs when they do not get adequate recognition for their efforts and contributions. Employees who feel appreciated are also more likely to be motivated in their work. When employees are motivated, they’re more likely to be productive, which leads to tangible benefits for businesses, such as increased sales, higher profits, and improved efficiency.  

Improve Employee Retention  

According to a report by Business Solver, 93% of employees who feel appreciated are also more likely to stay with their current employer. This is beneficial for businesses because it saves on the costs of recruiting and training new employees.  

How to Implement an Effective Employee Rewards & Recognition Program  

Now that you know the benefits of employee rewards and recognition, it’s time to learn how to implement an effective program in your workplace. Here are five tips:  

Define Your Goals  

Before you can create an effective program of employee rewards and recognition, you need to first define your goals. What do you expect to achieve with your program? Do you want to improve employee engagement? Boost morale? Encourage productivity? Once you’ve defined your goals, you can build a program that’s tailored to achieve those specific objectives.  

Get Input from Your Employees  

Employee rewards and recognition should be more insightful and thoughtful, so it is essential to get input from your employees. At the end, they’re the ones who are participating in the program. Ask your employees what type of rewards and recognition they would find most motivating. Would they prefer monetary bonuses? Paid time off? Additional benefits? Something else entirely? Doing this will help to ensure that your program is successful in engaging and motivating them.  

Make It Easy to Give & Receive Feedback  

Your employee rewards and recognition program won’t be effective if it’s difficult for employees to give or receive feedback. Feedback is essential for two reasons: First, it helps you to identify which employees are excelling and deserving of recognition. Second, it provides employees with the feedback they need to improve their performance. To ensure your program is effective, make sure it’s easy for employees to give and receive feedback. This can be done through an employee management system or an online portal, for example.  

Use a Variety of Recognition Methods  

There are countless ways to recognize employees for their hard work and achievements. And using a variety of methods will help to ensure that your program is effective in engaging and motivating employees. Some of the most popular methods include awards, bonuses, and paid time off. But there are many other options, such as public recognition, gift cards, and special perks. Think of which methods would work best for your organization and make sure to use a mix of them to recognize employees.  

Evaluate & Adjust Your Program Regularly  

Finally, it’s important to evaluate your employee rewards and recognition program on a regular basis and make adjustments as needed. This will help you to ensure that your program is achieving its desired objectives and that employees are finding it engaging and motivating.  

To evaluate your program, you can survey your employees on a regular basis and ask for their feedback. This will give you valuable insights into how well your program is working and what changes need to be made. You can leverage the all-in-one tools such as bravoSURVEYS to create surveys with ease to gather opinions about your employee rewards and recognition programs efficiently.  

Conclusion  

Employee rewards and recognition can have a profound impact on your workplace. When done correctly, it can lead to several advantages, such as increased employee engagement, productivity, and morale. It can also save you a lot of money and resources by reducing turnover and the costs of recruiting and training new employees. We expect this guide has helped you to better understand employee rewards and recognition and how you can use them to improve your workplace. Now, it’s your turn to put what you’ve learned into action and create a program that works for your organization.  

In today’s society, many people are opting to work from home or freelance with a flexible schedule. In order for employers to keep up with this trend and retain their top talent, they have been offering more flexible benefits plans that meet the needs of the employees. A flexible benefits plan is one where workers can choose how they want to use their allotted healthcare dollars in order to get the most out of it. These plans offer a variety of options such as dental, vision, and even gym memberships so you can spend your funds on what matters most to you.  

In this blog post, we will explore all about flexible benefits plans – including advantages and disadvantages – so you know which option is right for you! 

• Top 7 Employee Benefits Trends To Look Out For In 2022 
• Why Is Employee Engagement Important? 

What Are Flexible Benefits Plans? 

Flexible benefits plans, or “Flex” plans, are benefit packages that can be tailored to fit the needs of each company’s employees. For instance, each company’s employees may have different insurance needs. Some people may need dental coverage, while others only need life insurance. Flex plans allow companies to offer individualized benefits for their employees to meet their specific needs while minimizing employer costs. 

Different Types of Flexible Benefits Plan 

There are three different types of flexible benefits plans, and each offers different coverage options.   

Reimbursement Plan 

The first type of flexible benefits plan is a reimbursement plan. This means you pay the full price for your health care and then afterward submit claims to be reimbursed by your insurance company. Your insurance will cover your health care expenses as long as you stay within the approved amounts and types of coverage (such as the number of office visits, tests, etc.). This is the most common type of flexible benefits plan employers offer because it allows you to choose which providers are covered under your plan. 

Prepaid Plan 

The second type of flexible benefits plan is a pre-paid plan. Unlike the reimbursement plan, with this plan, you will pay a fixed amount for your premiums each month, and in return, your chosen health care providers will charge you less for their services. At first, this seems like a good idea; it is important to remember that you will be limited to the list of approved providers, and if your plan does not include your provider of choice, they may not see patients under the pre-paid plan. 

Health Savings Account Plan 

The third type of flexible benefits plan is a health savings account (HSA) plan. This plan allows you to put aside money for health care expenses, and the funds are tax-sheltered until you spend them on qualified medical expenses. Also, an HSA can be used as supplemental insurance coverage for other medical insurance plans that you might have. Similar to the pre-paid plan, you will be limited to a list of providers who are willing to work with an HSA, though, unlike the pre-paid plan, network listings do not restrict your choice of provider. 

How the Flexible Benefits Plan Works 

The flexible benefits plan is an employer-funded account with specific goals in mind. This means that employers can ensure that their employees are able to get the most out of this type of plan while retaining the flexibility they expect.  

Typically, flexible benefits plans work like this: Employees receive an allotment for health care expenses each year (along with several other eligible expenses). The employer decides how much should be set aside into the benefit plan based on actuarial factors. Regardless of how much money is in the account, employees have access to it all. They may choose to use it for health care expenses or dependent care expenses during the year.  

Employees pay no taxes on flexible benefits plans, so 100% of their contributions are available when they use the money. Employers love flexible benefits plans because they help attract and retain their best talent, making this option one of the most popular employee benefit choices available. In addition, employees like them because it gives them peace of mind to know that their employer is helping with expenses that can be quite high, especially for families or individuals in certain situations. 

Advantages of Flexible Benefits Plans 

For Employees 

Flexible benefits plans can help you save a good amount of money if you do a detailed analysis of the expense. Here are some of the advantages coming with flexible benefits: 

• Many plans usually charge a fixed amount per day or month, and this can be suitable for employees who don’t visit the doctor frequently. Also, the cost of co-payments is usually lower than that of health insurance premiums.  
• Flexible benefits plans often cover all your medical expenses, not just those related to anyone’s ailment or condition.  
• Flex plans often cover alternative and complementary treatments such as acupuncture, chiropractic treatment, and massage therapy. These treatments are usually not covered under health insurance plans unless the insurance company has an addendum for this specific purpose.  
• You can also combine your flexible benefits with a life insurance plan or critical illness insurance plan to get better coverage.  

• Flexible benefits plans are not subject to the same regulations as health insurance plans. 

For Employers 

Flexible benefits plans also offer employers various advantages. Those looking for new ways to attract and retain employees should consider offering flexible benefits plans. As an employer, you may find these types of benefit plans worth your while because they can help reduce costs, increase productivity and even improve worker morale. And, if you already offer flexible benefits plans, these perks may be the reason to continue and expand the plans provided to employees. 

Disadvantages of Flexible Benefits Plans 

However, flexible benefits plans do have some drawbacks also. The main disadvantage is that flexible plans lack portability. With ease, you cannot transfer these benefits from one job to another, and they are lost if you move out of the country. Here are some possible downsides of flexible benefits:  

• The money saved in a flexible benefits plan is usually forfeited when you leave your job for any reason. You cannot withdraw this money earlier unless there are exceptional circumstances. However, this is not the case for health insurance plans.  
• If you are subjected to pre-existing condition clauses, your plan may be voided on renewal if you have consistently availed yourself of treatments under this clause. This is because flexible benefits plans are more dependent on the discretion of doctors than health insurance companies who can access their database, which has records about your condition.  
• Flexible benefits plans are not subject to the same regulations as health insurance plans, and this can make it difficult to claim reimbursements if you want to change your provider or move out of the country. 

Bottom Line 

When it comes to employer-provided benefits, workers are often offered a package of medical, dental, and vision plans. However, all too often, employees end up dissatisfied with their coverage because they don’t have enough choices or flexibility in how they can use these benefits. Flexible benefits plans allow employees to customize what type of plan best suits them based on what is most important for their individual needs, whether that be wellness programs, disability insurance, or even life insurance. Additionally, flexible benefits plans also help employers attract and retain qualified workers; they can reduce the risk of healthcare-related lawsuits against an employer because employees have access to many different types of treatments outside the traditional system.   

In the upcoming years, we can likely see significant changes to how employers provide benefits for their employees. According to the survey by the International Foundation of Employee Benefit Plans (IFEBP), employee benefits are expected to change in 2022 and beyond. This includes an increase in employer-provided health insurance, retirement savings plans, and so many other things. The study also predicts that more employers will offer paid parental leave, flexible work schedules, and other family-friendly policies to attract millennial workers.  

Benefits for employees are not just about salary and wages. Employee benefits serve to attract the best talents in the market and keep them engaged with a combination of financial and non-financial benefits, including flexible work arrangements and other perks. In this article, we won’t cover all of the speculations on employee benefits trends. So instead, let’s take a closer look at only some inevitable ones to see what you can expect for your business’ future benefits package! The following forecasts on employee benefits trends may define the way employers treat their staff in the future. 

• Why is employee engagement important? 
• Why Is Employee Satisfaction Survey Important? 

Flexible Work Arrangements Due to the Focus on the Gig Economy

One of the notable employee benefits trends we expect to see in 2022 is the concentration on the gig economy. The gig economy has risen, leading to an increase in numerous companies offering flexible work arrangements. As a result, employees who are not in management or highly specialized roles are increasingly able to work whenever, wherever, and how it suits them. This includes working from home during specific times, working full-time for multiple companies to get more hours, and other arrangements that give an employee more control over their schedule. In short, we will see a significant increase in work-from-home opportunities in the future, especially after what the Covid-19 have done to the world.  

Companies like Uber and Lyft are slowly changing the way we work. As millennials continue to become more comfortable working in the gig economy, employers will need to offer flexible benefit packages that meet their needs, no matter how remote or unconventional they may be. Failure to do so could result in their talent pool dwindling.   

Employer-provided Health Insurance Reform 

Healthcare reform is expected to have many effects on the healthcare industry. Many large firms will still provide employees with access to affordable health insurance, but small and mid-sized companies may be forced to offer coverage because they do not have as many financial resources. The new legislation would require employers with at least 50 people working for them to provide health care or face a penalty. However, this could lead some smaller entities who cannot afford it to close their doors altogether if enough workers opt-out of participation in exchange for fewer hours (and therefore no longer qualifying). In brief, the healthcare cost will be projected to increase in 2022. 

An Increase in Remote Work Opportunities 

Technology is foreseen to have a significant impact on the workforce by 2022, including AI and robotics. There are predictions that technology will increase the number of remote work opportunities available to employees. Also, the gig economy is predicted to increase with technology, meaning more people may freelance or contract for work rather than being employed full-time at one company. One of the main benefits of this would be the ability for employees to take care of their health by working remotely while still maintaining productivity. They are also able to keep the benefits of health care coverage even if they are working remotely. 

Increased Focus on Employee Financial Health 

In the survey, the International Foundation of Employee Benefit Plans predicts that there will be an increased focus on employee financial health in 2022. This means that employers will offer, among other things, retirement savings plans for their employees. In addition, more employers are also providing health insurance coverage to their employees.  

The main goal is for companies to promote good health and healthy habits among their staff members. As a result, they are offering paid parental leave, flexible schedules, and other family-friendly policies. This attracts millennial workers who are more concerned with balancing work and family life than previous generations were. 

Mental Health Benefits Will Continue to Grow 

Mental health care can sometimes be overlooked, but it is just as important as physical health. And perhaps it will become one of the employee benefits trends rising in 2022 and beyond. Over half of all companies surveyed by Aon Hewitt have increased their mental health coverage to keep up with employee demand in the past five years. Maintaining high levels of mental wellbeing helps improve work performance and reduces overall healthcare costs for employers and employees alike. Employee assistance programs can also help companies and individuals struggling with mental health issues. Aon Hewitt predicts that by 2022, employers will continue to prioritize offering mental health benefits and provide more generous coverage than they currently do for these types of services. 

More International Opportunities 

More employers are also looking at ways they can attract employees from different countries with the use of technology. Now, it is possible for companies to communicate through real-time messaging, where English-speaking managers can communicate with non-English-speaking workers via video chat. This enables employees to improve their language skills and overall communication abilities in a safe environment to get real-time feedback. 

More Emphasis on Lifestyle and Work-Life Balance 

This is already a top-of-mind issue among employers, and it will be even more important in 2022. The current economy has led to an increase in job competition and uncertainty for new college grads. In the future, many companies will aim to attract talent by offering more amenities related to a balanced lifestyle outside of work. This includes things like transportation cost assistance, daycare benefits, and other perks that can be used to alleviate stress from families or individuals. 

Conclusion 

Employers are rapidly moving away from traditional benefit models, so we should look out for numerous employee benefits trends coming. These changes are expected to continue throughout 2022. By examining the trends of what benefits are getting popular, we can get a sense of where both employers and employees may be headed in 2022 and the following years.  

As these changes happen over time, it is important for organizations to stay ahead of the curve by constantly researching new ways to address their employee’s needs and engage with their talents. On the employee side, you should stay up to date with how the employee benefits may be changing in the future in order not to miss out on the rightful benefits you deserve. 

Why is employee engagement important?

Do you want to maximise your success as a business? Hire and retain the best professionals in your industry by developing healthy, loyal and lasting relationship with your employees. bravoSURVEYS has the right tools to help you identify, retain and fully benefit from the talent of your employees. Here’s why and how.

Real Life Situation

Jane is a senior account manager in the marketing industry. She has worked for 2 other companies in the last 8 years before she started at her current position. Jane had a meeting with her line manager and the human resources officer to review and discuss her performance over the past 6 months. The meeting went well as Jane was prepared for the questions she might have been asked, but at the end of it, she thought that there wasn’t much difference between that and previous performance review meetings she had had in her other employment.

Some questions popped up in Jane’s head and she wrote them down:

Why am I working for this company?Do I know the true mission, vision and goals of my company?How can I be sure that my employer wants me to work in this company?What would make me successful here?How can my employer assist me in achieving my goals?What are the benefits of working for this company?Can I trust my managers? Why?What reasons do I have to be loyal to my current employer?

After she spent some time thinking about the answers of these questions, Jane came to the conclusion that her company could invest more time and resources into understanding its employees and their emotional relationship with the organisation. In other words, the company’s Employee Engagement was not the level she would expect it to be.

Some Factual Data

The influence of Employee Engagement is surprising but quite evident in some of the statistics pulled out from Dale Carnegie Training. Did you know that:

• Only 29% of the entire workforce are actively engaged in their company, while 71% are not fully engaged
• It’s not the amount of remuneration an employee receives that makes them commit to an organisation, but the emotional and functional engagement that organisation provides.
• An organisation which is able to engage their employees performs 202% better than one whose employees are disengaged.

• 80% of all employees who are not happy with their line manager report to be disengaged in the company.
• 70% of all employees who doubt the abilities and skills of the senior management team are only partially engaged in the company.
• 54% of all employees who take pride in their company’s contribution to the society report to be engaged in the organisation.
• The most common traits of engaged employees are enthusiasm, inspiration, empowerment and confidence.

Why Employee Engagement Matters

Without a shred of a doubt, it is the set of people working for a particular company that makes it more successful than another. An engaged workforce is loyal workforce and it leads to the creation of sustainable competitive advantages, strengthening the position of a company and increasing its market value.

Research has found that people who are satisfied with their job and the organisation they work for show high level of trust and loyalty to the employer, enjoy open communication with their line manager and receive support for their goals and expectations from the company. This has a direct and demonstrable effect on the work productivity, which then leads to increase in revenue and better customer retention. Last but not least, employers who exhibit good employee engagement practices treat their staff with respect and understanding.

bravoSURVEYS Employee Engagement

Do you want to be one of those successful businesses whose employees go to work with a genuine smile on their face every day? Are you ready to make a difference to your staff’s work life and grow your revenue and strengthen your reputation? bravoSURVEYS surveys are exactly what you need to achieve all of that. There are 5 different surveys, specifically designed for measuring your employee engagement and determining its levels using statistics in various key stages.

New Hire or Induction Survey

You’ve just hired a new talent to join your team. They’ve completed their induction and now you need to find out how they felt about it. For example, are they happy with the information they were given? Is there still more things they need to know in order to be successful in their role? Are the actual job responsibilities the same as outlined in the job description? Collecting this sort of data and working with it will allow you to close the gap between employers expectation and employee performance. It brings a peace of mind to both sides and, of course, leaves your business with an engaged workforce.

Satisfaction or Workplace Climate/Culture Survey

It’s vital to know how your employees feel in the workplace. Are they generally happy or is there an issue that bothers more than a few of them? Also, it’s important to ask them what suggestions they have in mind that would make their work life better. Would they be willing to refer a friend to a new opening in the company? Having such questionnaires distributed regularly among staff members makes them feel valued and confident in voicing their opinions and needs. What is more, it is a reliable platform for employees to raise an emerging issue safely, before it has turned into a big problem. Following this practice will guarantee higher employee retention and engagement levels. Best part of it is that it doesn’t come as expensive as you may have thought.

Reward and Recognition Survey

Everybody likes being praised about a job well done. And who would frown at a good reward for their efforts at work? However, it is important to find out what a “good reward” means to your employees, because different people have different interests and in the case where an employee receives a benefits package that doesn’t necessarily excite them, they are very much likely to be disengaged in the company. Money bonuses will not always be the answer for each and every employee. As an employer you need to be flexible and tailor custom employee rewards such as gym membership, spa pass, childcare vouchers, etc. How to find out who wants what? Use bravoSURVEYS Reward and Recognition Survey.

Training Survey

Most companies provide training to their employees, which benefits both sides in the long run, but many fail to measure the training programmes outcome effectively. This means that the questions asked after the completion of a training course often touch only the surface and do not provide sufficient information for the employer. Go deeper by asking your staff if the course duration and content were appropriate and satisfactory. Would they recommend the programme to a specific colleague? In what ways could the training be applied in job tasks to increase the employee’s effectiveness?

Exit Interview Survey

People leave companies for various reasons. Sometimes it’s purely based on their personal circumstances, however, in other instances they move on to other organizations because they offer better work conditions and more satisfactory packages. As an insightful employer, you would want to know the reason why your member of staff is leaving you and what you can change to make sure that it doesn’t become a common reason for employee resignation.

Closing Words

bravoSURVEYS is specifically designed to enable you to ask the right questions, collect and analyse the information submitted by your employees. Our product will also help you better understand the results and give you tips and insights on how set and implement actions in response to the collected data.

If you’d like to see a full featured demo of bravoSURVEYS you can do so by clicking the button below. Go ahead and strengthen your company by investing in employee engagement today!

If we’ve not sold you on the idea by now, you can request a demo of a full featured online survey software offered by a full service provider. Go ahead and strengthen your company by investing in employee engagement today!